Take a position on the following: A lousy performance appraisal system or process is better than not giving employees any type of performance appraisal. Support your position with evidence or examples.
In conversations with HR leaders and employees, the talent management process that bears from the most contempt around the world is the performance appraisal. It’s one of the few processes that even the owners of the process afraid.
Almost assessment that managers complete highlights on “the employee,” including characterizations of their personal “traits” ( commitment), knowledge (i.e. technical knowledge) or behaviors (i.e. attendance). While these factors may cause to performance, they are not quantifies of actual output. If you desire to assess the person, call it “person appraisal.” Performance is output quality, volume, salary value, and responsiveness. Managers are not measured or held accountable for providing accurate review. While they may be criticize for completing them late, there is no penalty for doing a half-assed job or making mistakes on them, which is incredibly common. One firm attempting to remove a troublesome employee found that the manager had rated the individual the highest within the department and awarded them employee of the year. performance appraisals may be an executive’s worst enemy in grievances and legal proceedings. Even though the process may be flawless, poor execution by managers often results in performance appraisals that do not aid in a combat.
Nov 17th, 2014
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